8 Practical Tips for HR to Resolve Employee Grudges

September 19 2025 TalktoAngel 0 comments 33 Views

Workplace grudges, often underestimated, can silently erode team cohesion, productivity, and morale. Whether triggered by perceived unfairness, unresolved conflicts, or lack of recognition, grudges left unaddressed can escalate into long-term resentment, employee disengagement, and even attrition.

As a Human Resource (HR) professional, your role is not just to manage policies but to foster a psychologically safe environment. Addressing employee grudges requires empathy, communication, conflict resolution skills, and a structured approach to transform tension into collaboration. This blog examines eight practical, evidence-based strategies that HR leaders can employ to resolve workplace grudges effectively.

1. Create a Culture of Psychological Safety

Before resolving any specific issue, it is essential to foster a culture where employees feel safe expressing their concerns. Harvard professor Amy Edmondson defines psychological safety as a “shared belief that the team is safe for interpersonal risk-taking.”

HR Action:

Promote open-door policies
Encourage honest feedback without retaliation
Train managers to validate rather than dismiss employee emotions

2. Encourage Early Intervention

Grudges often fester in silence. Addressing tensions early can prevent long-term fallout.

HR Action:

Establish regular check-ins
Train team leads to recognise the signs of interpersonal conflict
Provide channels (like anonymous reporting) for employees to voice concerns

Quote:

“Unresolved conflict is the biggest reducible cost in business today.” – Daniel Dana, conflict resolution expert

3. Neutral, Confidential Mediation

When grudges escalate, a neutral third party can defuse emotions and refocus discussions. HR professionals must act as impartial facilitators, not enforcers.

HR Action:

Offer mediation sessions in a confidential space
Use active listening and reframing techniques to help each side feel heard
Avoid assigning blame; focus on mutual understanding and forward movement

4. Address the Root Cause, Not Just the Symptoms

Surface-level apologies or short-term solutions won’t work if the underlying issue—such as perceived favouritism, lack of recognition, or poor communication—remains unresolved.

HR Action:

Conduct a root cause analysis of the conflict
The interview involved parties privately to understand different perspectives
Make systemic changes if needed (e.g., transparent appraisal systems)

5. Promote Empathy through Perspective-Taking Exercises

Many grudges stem from misinterpretations or assumptions. Encouraging employees to consider each other’s perspectives can shift the emotional tone from blame to empathy.

HR Action:

Use conflict resolution tools like Nonviolent Communication (NVC)
Conduct “walk in their shoes” sessions during team training
Encourage journaling or reflection to increase emotional awareness

6. Train Managers in Emotional Intelligence (EI)

Managers are often the first point of contact during conflicts. Their ability to regulate emotions, de-escalate tension, and model respectful behaviour is crucial.

HR Action:

Conduct EI workshops for leadership
Integrate empathy, assertiveness, and conflict resolution into performance KPIs
Provide coaching to managers handling difficult team dynamics

7. Offer Professional Support: EAPs and Therapy Referrals

Sometimes, grudges are rooted in deeper personal or mental health issues. Providing access to external mental health resources can support emotional healing.

HR Action:

Collaborate with online platforms like TalktoAngel to offer confidential online therapy
Promote Employee Assistance Programs (EAPs) with counselling options
Normalise help-seeking behaviour through awareness campaigns

8. Encourage Closure and Forward-Focused Dialogue

Once emotions are diffused and issues discussed, HR should help employees formally close the conflict.

HR Action:

Use restorative practices (e.g., structured apology or forgiveness frameworks)
Encourage a mutual agreement on how to move forward
Follow up periodically to ensure no residual resentment remains

Employee Assistance Programs (EAPs) are workplace-based services designed to support employees in managing personal or professional challenges that may impact their well-being and job performance. These programs typically offer confidential access to mental health counselling, stress management resources, legal and financial advice, and crisis intervention. By providing early intervention and professional support, EAPs play a crucial role in reducing absenteeism, enhancing productivity, and promoting a psychologically healthy work environment. Modern EAPs also include digital platforms and online therapy services through collaborations with providers like TalktoAngel, making mental health support more accessible and flexible for employees across diverse industries.

Conclusion

Grudges at work are more than just personality clashes—they’re warning signs of unmet needs, unresolved emotions, or gaps in leadership. By taking a proactive, compassionate, and structured approach, HR can transform conflict into an opportunity for growth, learning, and stronger team relationships. Therapies such as Cognitive Behaviour Therapy (CBT), Dialectical Behaviour Therapy (DBT), and mindfulness-based interventions can help employees develop emotional regulation, improve communication, and reduce the psychological strain that fuels grudges. Remember, the goal is not to eliminate all conflict, but to manage it constructively. With strategies grounded in emotional intelligence, communication, and mental well-being—and with guidance from the best psychologists in India—HR professionals can truly become culture architects of resilient and collaborative workplaces.